PerformancePerformance
ManagementManagement
What is PerformanceWhat is Performance
Management?Management?
It is the process of systematically using
data for business...
Two Separate Types ofTwo Separate Types of
ManagementManagement
An analyst may view the performance of a
company:
1.As a ...
Performance ManagementPerformance Management
Employee performance management works
best when:
1.Work is planned and goals...
Performance Management ModelPerformance Management Model
Employees must be given ways to grow
and develop in their field....
RewardsRewards
Monetary nature
Real and Tangible
“Negative action companies”
Standards of Performance andStandards of Performance and
BehaviorBehavior
1. Job Knowledge/Competency
2. Quality/Quantity ...
Unacceptable BehaviorUnacceptable Behavior
1. Actual or threatened physical violence
towards another employee.
2. Fighting...
7. Insubordination, refusing to follow
directions or other disrespectful conduct.
8. Unauthorized possession, removal, or
...
Attendance and PunctualityAttendance and Punctuality
Tardiness
Absenteeism
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Performance management

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Performance management

  1. 1. PerformancePerformance ManagementManagement
  2. 2. What is PerformanceWhat is Performance Management?Management? It is the process of systematically using data for business improvements. It works by: 1.Integrating data from disparate sources. 2.Distributing highly personalized information to every employee. 3.Empowering individuals to make better fact based decisions. 4.Taking the best action to drive results.
  3. 3. Two Separate Types ofTwo Separate Types of ManagementManagement An analyst may view the performance of a company: 1.As a whole 1.As individuals
  4. 4. Performance ManagementPerformance Management Employee performance management works best when: 1.Work is planned and goals are consistent. 2.Defines the expectations of the employees. 3.Creates a system of predictable rewards for good performance and consequences for poor performance. 4.Gives feedback on a more consistent basis than the average.
  5. 5. Performance Management ModelPerformance Management Model Employees must be given ways to grow and develop in their field. Rewards are also a huge part of performance management. Employees who actually are now qualified to work in a high level of their field should be placed in positions of greater responsibility and receive a greater share of pay.
  6. 6. RewardsRewards Monetary nature Real and Tangible “Negative action companies”
  7. 7. Standards of Performance andStandards of Performance and BehaviorBehavior 1. Job Knowledge/Competency 2. Quality/Quantity of Work 3. Planning/Organization 4. Initiative/Commitment 5. Problem solving/Creativity 6. Teamwork and cooperation 7. Interpersonal skills 8. Communication (oral and written)
  8. 8. Unacceptable BehaviorUnacceptable Behavior 1. Actual or threatened physical violence towards another employee. 2. Fighting, gambling or using profane, obscene or abusive language. 3. Unwillingness or inability to work in harmony with others. 4. Sleeping on the job, inefficient performance, incompetence at work. 5. Possessing or bringing weapons or firearms. 6. Possession of or being under the influence of alcohol or other illegal substances.
  9. 9. 7. Insubordination, refusing to follow directions or other disrespectful conduct. 8. Unauthorized possession, removal, or use of company property. 9. Excessive tardiness or absenteeism. 10. Destroying company property. 11. Unauthorized use of company equipment. 12. Violating health or safety rules. 13. Violating any company policy or workplace rule.
  10. 10. Attendance and PunctualityAttendance and Punctuality Tardiness Absenteeism

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